Who hasn’t seen them — the mission statements and corporate values that are literally presented as the “writings on the wall” of companies around the world? They're statements like, "We are innovative." "We think outside the box." Or sometimes they're even phrased as a command: "Think." "Think differently." "Think outside of the box.”
UNIQUE CHANGE is an initiative at SMBC Bank which brings people with disabilities, i.e. unique abilities, and people from all levels of the bank together to educate each other on special needs and outstanding abilities.
In light of Memorial Day, it was a special honor for us to have a 60-minute conversation with Dr. Barton Buechner on the topic Mindfulness in Veteran-Friendly Organization.
Aretha Franklin was a remarkable singer and entertainer and she spread her music in unique ways, so you could feel her aura all the way through the speaker or headset when listening to her. Few people did not know her tunes, have not sung along on the lyrics at parties or on long road trips or have not found a connection to their own emotions in the way she did it with words.
Sure, if you want to forge your culture to become more innovative, dynamic, or customer-oriented, you can work on your values, your people’s behavior, and their mindset.
Your organization has a shadow – whether you want it or not. That shadow is always there; it is part of a natural process. However, the shadow is most likely to interfere with your ambitions and strategies during phases of organizational change, and often in unexpected ways.
Company leaders often wish for an organizational culture change, to make their companies more agile, innovative and growth-oriented. What many forget though, is that culture is deeply rooted in the organization’s DNA and unique history. That can make company culture as difficult to change as an individual’s personality.